The Scottish Graduate Labour Market

Page 1

THE SCOTTISH GRADUATE LABOUR MARKET

FEBRUARY 2020


February 2020 Š Content licensed to AGCAS

To view the terms and conditions for the material provided in this publication, please see: www.agcas.org.uk


CONTENTS Foreword...................................................................................................1 Introduction...............................................................................................2 North East Scotland..................................................................................5 Highlands and Islands..............................................................................7 Tayside......................................................................................................9 Ayrshire and Clyde Valley.....................................................................11 Forth Valley.............................................................................................13 Glasgow City Region..............................................................................15 Fife and the Lothians...............................................................................17 South of Scotland....................................................................................19 Edinburgh................................................................................................20 References...............................................................................................23

Thank you to the authors

Shona Johnston AGCAS Scotland Convenor, University of Dundee Rosie Alexander University of the Highlands and Islands Janice Montgomery University of Aberdeen Sophie Morrison University of Dundee Pamela Kelly University of the West of Scotland Megan Davies University of Stirling Lesley Grayburn University of Stirling (formerly) Katrina Forbes Glasgow Caledonian University Sandra Wright University of Strathclyde Shona Mach University of St Andrews Matt Vickers University of Edinburgh Gabi Binnie AGCAS

Acknowledgements

Many thanks to Charlie Ball, Head of Higher Education Intelligence at HECSU Prospects, for undertaking the regional analysis which informed this publication.

Thank you also to HECSU Prospects for supporting this project.

hecsu.ac.uk


As careers professionals in higher education, we work at a unique

nexus

between

these

groups.

We

speak

to

our

students every day about their hopes and aspirations, but also their fears and concerns, and help them take confident steps forward in a career path that will change throughout their working lifetime [5]. We know that their first destination following university may not be the role they work in for life, and that their skillset will be constantly developing as they grow in experience and maturity.

However, we also exist to champion the knowledge, skills and enthusiasm of our graduates and know from our work with

employers,

enterprises spin-outs

including

(SMEs), and

small

voluntary

and

medium-sized

organisations,

established

graduate

start-ups

employers,

and the

transformative impact our graduates bring to organisations

FOREWORD

across Scotland and beyond.

SHONA JOHNSTON, AGCAS SCOTLAND CONVENOR AND HEAD OF CAREERS,

In this publication we set out to take a snapshot of the real graduate labour market in Scotland and to celebrate the diversity of career paths open to our student and graduate

EMPLOYABILITY AND ENTERPRISE,

talent.

UNIVERSITY OF DUNDEE Scotland

has

a

long-standing

track

record

of

valuing

skills,

knowledge and ambition, and currently celebrates high levels of education (with the highest proportion of 25-64 year olds with tertiary education in the EU at 47.4%) and a strong labour market

Highlights include:

1. 95.3% of graduates from Scotland’s Universities are in

work

or

study

six

months

after

completing

their

with particular growth in highly skilled jobs [1].

degrees: one of the highest proportions since records

However, we still need to improve productivity and growth. As

began and slightly above the UK average. [6]

noted by the Scottish Government, helping people gain high-level qualifications and skills will be important to achieving this aim. Yet

2. Even at six months after completing their degrees, high

the frequent reports of underutilised skills and underemployment of

levels of graduates are using their skills and knowledge

graduates

in employment which is categorised as graduate-level –

(ONS)

(for

study

example, of

further

a

2017

and

Office

higher

for

National

education

Statistics

leavers

led

to

headlines that "Half of Scots graduates are underemployed") [2]

with

73.3%

of

graduates

working

in

Scotland

in

professional-level jobs. [7]

seem to be at odds with the skills gaps and hard to fill vacancies routinely reported by Scotland’s employers [3, 4].

3.

Scotland’s

graduate

labour

market

is

diverse

and

thriving, and every known type of graduate level job can This report is timely as it will help universities, policy makers, skills bodies and employers to understand the makeup of the Scottish graduate labour market and develop a more nuanced approach

be done in Scotland [8]. Each regional labour market has

its

own

character

and

priority

sectors,

and

new

initiatives such as City Region Deals and Growth Deals

to how we support graduates and tackle the challenges that we will face in the graduate labour market of the future.

are poised to create new sectors of expertise.

Our analysis demonstrates a graduate labour market that is strong across the nation and has huge local character with each region displaying unique strengths and challenges. We hope

that

this

publication

will

inspire

our

students

and

graduates, and equip our influencers and decision makers with new and important information.

PAGE 1


INTRODUCTION ROSIE ALEXANDER, SENIOR LECTURER (RESEARCH), UNIVERSITY OF THE HIGHLANDS AND ISLANDS GABI BINNIE, POLICY AND RESEARCH MANAGER, AGCAS SHONA JOHNSTON, AGCAS SCOTLAND CONVENOR AND HEAD OF CAREERS, EMPLOYABILITY AND ENTERPRISE, UNIVERSITY OF DUNDEE

Over the last few years there has been much attention given to the

METHODOLOGY

importance of looking at graduate migration and employment at a regional level in the UK. And rightly so. The notion of a graduate labour market in which students move away from their home regions

The

data

in

the

report

comes

from

HESA’s

Destinations of Leavers from Higher Education (DLHE)

for university and then move on again to large urban areas after

2016/17 survey, which provides a comprehensive

graduation is outdated. Research from across the sector has shed light

picture

on

graduation,

patterns

of

graduate

migration

[1],

the

varied

and

complex

of

graduate and

was

activity kindly

six

months

provided

by

after

HECSU.

reasons why graduates make decisions about where they live and

Respondents to the DLHE survey are asked to give

work [2], and the true value of a graduate salary [3] in different parts

their main job title and a brief description of their

of the UK. This knowledge has culminated in the publication of the first

role,

regional edition of HECSU’s What do graduates do?[4] report, which

Occupational

will help enable universities and employers alike to be more nuanced

SOC 2010 codes are used to calculate the types of

in how they support, develop and attract graduates.

occupation categories used. The skills shortage data is

which

taken

provided

is

to

derive

Classification

from by

used

the the

(SOC

Employer

Skills

Department

for

their

Standard

2010).

Survey

These

2017,

Education

and

analysed by HECSU. In this report, the strength of the economy of a region is typically discussed in terms of Gross

Value

Added

(GVA).

GVA

is

used

by

the

Office for National Statistics (ONS) to measure the value of goods and services in an area, industry or sector of the economy.

In UK-wide analyses of the labour market such as this, Scotland is typically treated as a single 'region'. But Scotland is a large, diverse country made up of 78,789 km² of highlands, islands, bustling cities and

rural

universities.

areas This

that

are

report

home a

to

5,438,000

collaboration

people

between

and

careers

19 and

employability professionals in Scotland, HECSU and AGCAS – aims to summarise the economic and employment background of each area of Scotland, as well as giving an overview of graduate origin and retention, graduate employment, skills shortages and vacancies, and the future of graduate employment.

"The graduate labour market in the UK shows us that there is no ‘UK graduate labour market’ as such. Instead, the UK is made up of a complex set of interlocking, sometimes overlapping local and regional labour markets."

Charlie Ball, What do graduates do? Regional edition (2019)

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METHODOLOGY - REGIONS

The

nine

areas

created

by

authorities. between context,

referred

HECSU This

more

in

by

has

experiences a

to

this

combining

allowed of

view

were local

differentiation

different

nuanced

report

institutions

of

the

in

Scottish

labour market, particularly outside major cities, and better modelling of graduate flows.

KEY THEMES ACROSS SCOTLAND

1. EMPLOYMENT SECTORS

A

notable

public

feature

sector,

employment

with

is

the

strong

30.6%

beginning

of

their

dominance

those

in

careers

sector and 13.2% in education.

of

the

professional

in

the

health

This reflects the high

proportion of students completing vocational degrees in subjects such as nursing, medicine and education (18% of first degree graduates in 2016/17) [5] and the fact that these are significant employment sectors in Scotland more generally, employing 24% of the workforce

in

2015

[6].

However,

if

hospitals

as

employers are removed from the analysis, it can be seen that the remaining graduates are working in a wide variety of employer types, with 10% of new graduates

working

in

microbusinesses

and

34.4%

employed in SMEs.

2. MIGRATION

Alongside data on graduate employment in the different areas of Scotland, this publication also considers data on graduate migration.

From this data it is possible to identify for each area of Scotland the proportion of graduates working in the region by

their migration status. Graduate migration statuses considered are:

1. Incomers: those who are working in a region that they neither studied in nor were domiciled in prior to higher education study.

2. Returners: those who are working in a region in which they were domiciled prior to entering higher education.

3. Loyals: those who are working in the same region in which they studied and in which they were domiciled prior to entering higher education.

4. Stayers: those who are working in the same region in which they studied, but not the same region in which they were previously domiciled.

PAGE 3


This data has been included because we know from previous studies

that

the

career

outcomes

of

graduates

vary

by

migration status. Returners, for example, are least likely to be

METHODOLOGY:

in professional employment six months after graduation and incomers are the most likely to be in professional employment [1]. There is also evidence that migration trajectories may vary by occupational sector with loyals more likely to have a job in education, and stayers more likely to be employed as health

professionals.

Incomers,

by

contrast,

are

often

in

management, engineering or business roles [7]. Furthermore, with

evidence

between

that

migration

there

are

status

and

some

regional

outcome

(for

differences

example,

in

London, returners actually have better prospects than loyals) [1], it is important to consider employment and migration on a regional

basis

to

give

a

greater

understanding

of

specific

regional contexts.

Understanding the dynamics of Scottish graduate migration is also important because in previous research into this topic, Scotland making

has

the

Scotland

often

data

been

that

relatively

treated

has

as

a

traditionally

limited.

There

region been

are

of

the

available

two

UK, for

particularly

significant limitations. Firstly, Scotland as a devolved nation has a number of unique career pathways due to different systems

in

fields

such

as

education

and

law.

As

a

result

Understanding which regions are net importers, which are net exporters, and the dynamics of graduate movements also helps to understand the potential talent pool in different regions. For example, large cities such as Edinburgh and Glasgow may be

mobility between Scotland and the rest of the UK may be

net

reduced

something of an 'escalator effect', offering a larger pool of jobs

in

some

professions

where

qualifications

do

not

importers

offer

career [8]. In comparison, more rural and remote regions like the Highlands and Islands may not offer the same escalator

potentially Scotland,

under-recognises the

diversity

different Scottish regions, and the significant distances people may move within Scotland. These two factors mean that there has

been

a

risk

in

previous

literature

that

Scottish

student

mobility may have been under-reported, and that Scottish

more

graduates

the

of

progress

these

between

region scale

to

may

as

single

graduates

and

which

a

help

graduates,

transfer in a straightforward way. Secondly, treating Scotland

geographical

can

of

quickly

in

their

effect in career terms, but the data shows that graduates in these regions tend to show a high degree of loyalty to the region, either returning to the region after study or staying to study and then work in their region. The motivations and experiences of

students may have been considered to be less mobile than students from other parts of the UK.

graduates in different regions therefore may be quite different. Considering graduate migration highlights that graduate-entry roles

may

be

filled

by

different

graduates

with

different

migration trajectories, from all over the country. However, the data

also

reveals

attachments

to

where

study,

they

the

how

many

places with

they

graduates are

regional

also

originally

incomers

a

have

strong

domiciled

and

relatively

low

proportion throughout Scotland.

Interpreting migration statistics is complex, especially with the evidence that personal background, social class, gender, age, ethnicity

and

undergraduate

other and

factors

graduate

all

also

migration

[9].

interrelate

with

However,

it

is

hoped that by including information about graduate migration alongside

graduate

outcomes

on

a

regional

basis,

further

research, discussion and debate will be encouraged.

PAGE 4


NORTH EAST SCOTLAND JANICE MONTGOMERY, CAREERS ADVISER, UNIVERSITY OF ABERDEEN

ECONOMIC AND EMPLOYMENT BACKGROUND Graduates who find employment in Aberdeen City or Aberdeenshire (collectively referred to as the North East) find themselves in the midst of a buoyant local economy that contributes £16.84m of GVA to the Scottish economy [1], representing 13% of the Scottish total. The North East has the highest per capita GVA in Scotland, with 21% of all Scottish exports coming from the area and forecasted growth in oil and gas, food and drink, tourism, life sciences and renewable energy sectors [2]. One fifth of Scotland’s top 100 companies are based in the region [3] and after the downturn in the oil and gas sector from 2015, there are now noticeable signs of regrowth. Employment rates increased by 4% and unemployment decreased by 1.1% between 2016 and 2018, and ambitious new plans [4] have been developed between the two councils and Opportunity North East (ONE) to promote investment in urban regeneration, including sectors such as tourism and food and drink, new IT networks and the development of life sciences and energy hubs in the area.

GRADUATE ORIGIN AND RETENTION Figures

supplied

by

HECSU

and

drawn

from

information

collated

from

the

EXECUTIVE DIRECTOR'S DLHE

for

2016/17 graduates indicate that a high percentage of those settling in the North East after

MESSAGE TO THE

graduation were either ‘loyals’ (54.1%) or ‘stayers’ (26.5%). This combined figure for ‘loyals’

COMPANY

and ‘stayers’ is the highest figure for any region in Scotland, even in comparison to heavily urbanised areas like Edinburgh (63.8%) or Glasgow (65.4%). A further 9.2% of graduates were ‘returners’. Only 10.1% of graduates had neither lived or studied in the region prior to moving

to

the

region

as

a

graduate.

The

high

proportion

of

returning

and

remaining

CREATING A BRAND

graduates partly reflects the kind of studies being undertaken in the North East, with high numbers

of

students

studying

vocational

courses

such

as

education,

nursing,

NEW CULTURE medicine,

medical specialisms, law and engineering. It also reflects the range of opportunities in the

OF INNOVATION

geographical area in a relatively small city, with two universities, two councils, a major teaching hospital, a strong oil and gas sector (which even at the height of the recent crisis still employed 220,000 people) and numerous options in education, engineering and building,

retail and the legal sector. In 2017, over a thousand graduates settled in the area (1,030), compared to 1,885 domiciled in the City of Edinburgh and 960 in Tayside.

GRADUATE EMPLOYMENT

10 NEW STRATEGIES FOR SUCCESS

There were significant differences in the types of employment undertaken by 2017 graduates in the North East compared to Scotland as a whole. It is not surprising, given the prevalence of oil and gas companies in the area, that a greater percentage of graduates

RETROSPECT: A LOOK

were employed in engineering and building roles (10.3%) than the regional average of 5.1%. The Aberdeen area was also strong

BACK AT LAST YEAR

for employment in management (4.9%), legal (4.2%) and business and finance roles (9.1%). The presence of a major teaching hospital and an extensive rural hinterland with a population of approximately 700,000 explains why 23.1% of graduates were involved in some form of healthcare provision.

PAGE 5


This is a similar percentage to other areas of mixed rural and urban population, such as Fife and the Lothians (22.4%) and Tayside (27.3%). Aberdeen also had the second highest percentage of graduates working in science, with only Fife and the Lothians having a greater percentage. Despite high percentages of graduates entering sectors such as health, education, engineering and construction, business, finance and the law, there were still considerable numbers finding employment in management (4.9%), marketing (2.8%), art and design (2.4%), clerical (4.1%), science (1.9%) and retail roles (13%). These percentages were broadly in line with other Scottish regions, although the actual numbers were fewer than the numbers settling in the greater Glasgow area, for example, because the total number of graduates was higher in Glasgow (2,905 compared to 1,030 in the Aberdeen area).

SKILLS SHORTAGES AND VACANCIES The professional labour market (those undertaking graduate-levels jobs) is most concentrated in Edinburgh and Glasgow, with Dundee and Aberdeen important but smaller regional hubs. Graduate labour market data from HECSU shows that there are nonetheless hard to fill or shortage occupations in the region, with employers reporting considerable difficulty in filling some vacancies. In the North East, these hard to fill occupations include retail managers and directors, nurses, youth and community workers, marketing professionals, teachers, and industrial trainers and instructors. The skills shortage list is shorter than in other regions of Scotland but nonetheless poses an interesting question regarding the cause of these shortages given the otherwise vibrant nature of the local economy.

The main barrier to attracting graduates in these fields in Aberdeen City and Aberdeenshire is, counterintuitively, the very success of the local economy. Premium rates of pay in the oil and gas sector have allowed the housing sector to boom and prices to rise, disadvantaging graduates in roles such as nursing and teaching. While the average price of a home in Scotland was £146,354 [5] in 2017, that same home in Aberdeen was £167,903 and over £180,000 in Aberdeenshire. Rental values, council tax and transport costs were all high, leading to shortages in key professions. Despite that, the graduate employment figures suggest that the North East remains the destination of choice for large numbers of local graduates.

"The main barrier to attracting graduates to (skills shortage roles) in Aberdeenshire is, counterintuitively, the success of the local economy."

THE FUTURE OF GRADUATE EMPLOYMENT According to figures produced by the Aberdeen Economic Policy Panel [6] in November 2019, the North East economy is expected to grow by 3.4% in 2020 as the price of oil and gas remains around $55 per barrel and early signs point to potential growth in the sector for the first time since 2014. This will create opportunities in all areas of related employment, not just graduate engineers and geologists. However, other figures produced as part of a regional skills assessment report [1] suggest a 24% decline in oil and gas-related positions over the period 2018-28. At the same time, the demand for skilled workers in human health, professional, scientific and wholesale retail will remain strong while administration and information technology will grow. The Action Plan [7] developed as part of a Regional Economic Strategy as a partnership between Aberdeen City Council, Aberdeenshire Council and ONE highlights the need for investment in housing, new IT networks, a food and drink hub, and the development of the area as a centre for excellence for biotherapeutics. At the same time, Aberdeen City Centre Masterplan 2015-35 [4] envisages a move away from oil and gas dependency with new creative spaces, extensive building work at a rejuvenated waterfront, hotel and retail academies and the regeneration of Aberdeen city centre as a means of developing the economy of the region as a whole.

It is clear from these plans that it is intended for the North East to retain a buoyant and growing economy. However, the nature of graduate employment is likely to change. While the need for engineers and related professions will continue to be strong, especially as decommissioning of oil and gas facilities and the development of renewable energy continues to grow, there will be a growing need for graduates and graduate entrepreneurs to staff developments in biotherapeutics, tourism, food and drink, IT, construction and health. This will ensure that the North East remains a significant destination for graduates who live, study and migrate to the area.

PAGE 6


HIGHLANDS AND ISLANDS ROSIE ALEXANDER, SENIOR LECTURER (RESEARCH), UNIVERSITY OF THE HIGHLANDS AND ISLANDS

ECONOMIC AND EMPLOYMENT BACKGROUND The Highlands and Islands region of Scotland covers a vast geographical area of the North of Scotland and the islands. The total size of the region, at 39,050 km², is larger than Belgium. The region is made up of six local authority areas: Argyll and Bute; Eilean Siar; Highland; Moray; Orkney Islands; and Shetland Islands. Inverness is the region’s largest city, with a population of over 45,000. Population densities in the region are very low, at fewer than 10 people per km², and small dispersed settlements are common [1].

The region offers very good opportunities in terms of employment, with unemployment consistently below the Scottish and the UK averages [2]. However, with the exception of Shetland, workplace earnings are lower in the region [3] than in other parts of Scotland. This may relate to the kinds of employment people are engaged in [2], with lower levels of employment in banking, finance and associated areas, and on average higher levels of work in public administration, education, health, distribution, hotels and restaurants. The proportion of people engaged in part-time work, self-employment and working for SMEs is higher in the region [4].

Historically, the lower salary levels of the region and limited availability of education has resulted in significant outmigration from the region. However, strengthening university provision in the area and continuing economic growth is potentially beginning to reverse this trend. There is evidence that many populations in the region have been stabilising, and indeed growing [2], over recent years. There is also evidence that the economy has been growing more strongly over the last ten years [2] than the rest of Scotland, and there is potential for further significant growth. Much of the employment growth has been in professional roles, and much future growth is forecast to be in roles requiring higher-level skills. [4]

Strong growth is expected [5] for the areas of energy, business services, life sciences, creative industries, food and drink, and tourism, with the latter two the most significant growth areas. Sub-regionally, growth is expected to be particularly strong in Inverness and the Inner Moray Firth area, particularly for energy, life sciences and business services. The Inverness and Highland City Region Deal [6] is also anticipated to drive a great deal of economic growth. In other parts of the region, specific areas of growth are noted; for example Orkney, Shetland, Argyll, Arnish and Kishorn are expected to see particular growth in relation to the energy sector [5].

The public sector remains a very significant source of work across the region. Levels of employment in the public sector are above Scottish

averages

across

the

region,

with

islands

and

rural

local

authorities

significantly

higher.

There

is

47%

public

sector

employment in Shetland, 44% in Orkney and 41% in Eilean Siar (compared to the 25% Scottish average) [5]. Within the public sector, the health and care sectors are particularly large employment sectors across the region, and with an ageing population and continuing in-migration of older adults, there is likely to be considerable future demand in this area.

GRADUATE ORIGIN AND RETENTION

The Highlands and Islands region is home to the University of the Highlands and Islands, which gained university status in 2011 and has seen considerable growth in recent years. Campuses from other universities are also situated in the region, including the International Centre for Island Technology (ICIT), a campus of Heriot-Watt University (in Orkney), and Glasgow School of Art in Forres (Moray). Higher education is also available via distance learning from a range of providers.. Data from HECSU relating to graduates living in the region six months after graduation show that the majority of graduates are ‘returners’ (57.4%) – graduates who left the region to attend university but returned after graduating. This is comparable with other rural parts of Scotland with a history of graduates leaving rural areas to access education. However, in comparison with the South of Scotland and Fife and the Lothians, the Highlands and Islands has a much greater proportion of ‘loyal’ graduates (24.5%), graduates who stayed in the region to study and remained after graduation. This is representative of the significant increases

in

the

availability

of

higher

education

in

the

region

over

the

last

decades.

However, the number of loyals is still lower than in Aberdeenshire, Tayside and Ayrshire, and is comparable with Edinburgh and Glasgow. The continued growth of higher education in the region may therefore lead to further rises in the number of loyal students.

Significantly, the proportion of graduates in the region who were originally from the region (loyals and returners) is 82% - the highest of all the Scottish regions. This suggests a strong regional identity in these graduates. Indeed there is evidence more broadly [4] that young people from the region generally feel positively about their communities and have a strong sense of belonging.

PAGE 7


GRADUATE EMPLOYMENT

The HECSU data shows that of those graduating in 2017, 600 were living in the region six months after graduation, approximately onethird of the numbers living in Edinburgh. Generally, the occupational areas graduates are employed in are comparable to the rest of Scotland.

However,

some

differences

are

apparent.

A

lower

proportion of graduates work in IT, business and finance roles in the region compared to the national picture, which is consistent with the lower levels of employment generally in these areas. On the other hand, the education and healthcare sectors have higher levels of graduate employment, again consistent with the economic profile of the area. It is notable that the region has a slightly higher proportion of graduates employed as managers and in ‘other occupations’ and ‘other professionals’. These features are perhaps consistent with smaller labour markets, and labour markets with large proportions of SMEs. Evidence has suggested [7] that in smaller labour markets, individuals may be in less clearly defined jobs, combining multiple roles that in larger labour markets may be split into different jobs.

Evidence from

Scotland has also considered what this might mean for graduate job seekers

in

smaller

areas,

with

flexibility

and

adaptability

of

high

importance [8].

"Helping young people and graduates find work in the region has been a focus of a number of initiatives, including The Highlands and Islands Talent Attraction, Retention and Return Strategy and Action Plan" THE FUTURE OF GRADUATE EMPLOYMENT The pathways in and through employment in smaller labour markets

The can be difficult to predict. It is clear from the data that the region holds

Highlands

and

Islands

region

is

experiencing

rapid

economic growth and, as such, growth in demand for highly

strong appeal, particularly for graduates originally from the region, but

skilled graduates is likely. Demand is likely to be high in food

potentially

and drink and tourism particularly, although other sectors, such

to

other

graduates

too.

However,

how

and

where

graduates find opportunities for employment in the region can be

as the creative industries and energy, are also growing strongly. Replacement

challenging, especially if they are looking for work in one particular sub-regional area (e.g. their ‘home’ town) where numbers of jobs may be relatively low (in accordance with the size of the community). Helping young people and graduates find work in the region has been

demand

and

an

ageing

population

also

make

health and social care a sector that is likely to be of importance in the future. However, trying to generalise about the region and the areas of future employment demand is made complex by the vast size and diversity of the region. What is available where is therefore a product of highly localised factors.

a focus of a number of initiatives, including The Highlands and Islands Talent Attraction, Retention and Return Strategy and Action Plan [9].

Alongside high workforce demand, the region’s graduates also show a strong loyalty to the region. High numbers still leave the

The ScotGrad placement scheme, in particular, has helped to establish graduate placements across the region, including in some of the most remote and rural parts of the region. The scheme is held in high regard by employers and graduates alike, and there is evidence that many of these

placements

Despite

this,

the

have

converted

scheme

still

into

offers

subsequent

relatively

small

employment. numbers

of

placements, and expanding this scheme has been recommended in

region

for

employment,

but

many

of

these

return,

and

proportionally after six months graduates who were originally from the region are much more significant in the region than incoming

graduates.

graduates

who

Highlands

and

are

Key

for

the

returning

Islands

to

region

region or

then

is

graduating

into

assisting from

highly-skilled

the

work.

Attracting additional graduates is also likely to be important. Graduate

placement

programmes

have

been

particularly

significant in this regard, and further expanding these schemes order to further facilitate graduate transition into the labour market in

may be useful.

the region [10]. A student placement scheme has also operated to assist current students to secure work experience while studying. In addition, Highlands and Islands Enterprise has supported a number of

For employers and for education providers, continuing to work together to ensure that students currently studying in the region have pathways into the workplace through student placements,

other

placement

schemes,

including

a

technology

scheme

and

graduate

placement

schemes

and

other

graduate placement schemes at Highland Council and Orkney Islands

linkages

Council [11].

evident loyalty to the region is so strong.

will

be

important,

particularly

employer-university in

a

region

where

PAGE 8


TAYSIDE

GRADUATE ORIGIN AND RETENTION

SOPHIE MORRISON, SENIOR CAREERS ADVISER,

The majority of graduates working in Tayside are originally from the Tayside area – 63.3% of

UNIVERSITY OF DUNDEE

the graduates working in the area. Of these, 41.1% can be described as ‘loyals’. This is the

ECONOMIC AND EMPLOYMENT BACKGROUND

second highest level of ‘loyals’ in the graduate

Tayside is a diverse geographic area characterised by small regional cities

workforce

(Dundee and Perth), villages and towns (such as Arbroath in Angus and Kinross in Perthshire) and large rural areas. Whilst there is considerable variation

within

the

region

in

terms

of

the

economy

and

employment

of

all

the

Scottish

regions,

second

only to Aberdeenshire. The remaining 23.2% are 'returners’. This is a relatively low level, with only

Aberdeen,

Edinburgh

and

Glasgow

having fewer returners.

outlook, Tayside’s economy is dominated by microbusinesses (businesses employing fewer than nine people), which make up 87% of all businesses

23.3%

of

Tayside’s

in the region. There are no large employers (businesses with over 250

‘stayers’,

employees) in Perth and Kinross or Angus, and they account for just 1% of

Aberdeenshire

businesses in Dundee. Even medium-sized business are rare – just 2% of

through

businesses across the region employ 50-249 employees [1].

only

this

graduate

Glasgow, recruit

Edinburgh

more

means.

population

and

graduate

The

final

are

talent

15.5%

of

graduates are ‘incomers’ – they neither grew up

here

or

went

to

university

here

but

have

come to Tayside purely for their graduate work.

GRADUATE EMPLOYMENT Tayside

region’s

graduate modest

contribution

employment in

picture

comparison

to

to

the

of

Scotland

the

overall

central

is

belt

powerhouses of Glasgow and Edinburgh. Across the three local authority areas there were a total of 790 professional-level jobs in 2017 compared with 2,375 in Glasgow and 1,800 in Edinburgh. Nonetheless, fourth

the

largest

region

region

holds

of

its

own

graduate

as

the

employment

after Aberdeen City and Aberdeenshire.

Distinctive

elements

the

sector and its ‘tech’ scene . Healthcare is by far

intra-regional variations. Although small, even compared to other Scottish cities, Dundee is home to two universities and it has the highest ratio of students per head of population in Scotland (1:6) [2]. Within the region,

health

and

graduate

than that of Scotland overall and the employment prospects for the region

employment rate were both 73% in 2016 [1]. However, such figures mask

Dundee’s

region’s

Taking the Tayside region as a whole, the economic output is slightly higher

compare favourably with the rest of Scotland; the regional and national

are

of

economy

life

science

the biggest employer of graduates in the Tayside region

with

employed

27.3% in

concentration theme

across

notable

in

of

the of all

all

Tayside’s

sector.

healthcare Scottish

that

it

is

graduates

While jobs

regions, the

this

is

a

high

common

Tayside’s

second

is

highest

Dundee is the place most likely to offer graduate-level opportunities to the concentration region’s graduates – in 2017 Dundee had 480 professional-level jobs compared to Perth and Kinross’s 215 and Angus’s 95. However, for the population as a whole, employment rates in Dundee (66%) are noticeably lower than in other parts of the region, including Angus (78%) and Perth and Kinross (77%), both of which are well above the nationwide average of 73% [3]. Like Dundee, Perth is a university city, with the largest of the

in

Scotland,

second

only

to

Lanarkshire. In Dundee alone, the concentration of healthcare jobs is even higher at 31%. This high

figure

speaks

to

the

presence

of

one

of

Europe’s largest teaching hospitals [4] (Ninewells Hospital

and

concentration

Medical of

life

School) science

in and

Dundee,

a

healthcare

University of the Highlands and Islands’ campuses located at Perth College.

enterprises that have spun out from the University

Perth College offers HE courses up to master's level. Perth is Scotland’s

of Dundee’s School of Life Science and a large

second smallest and its newest city, gaining city status for the Queen’s

GSK site in the Angus town of Montrose.

Diamond Jubilee in 2012.

PAGE 9


Dundee’s ‘tech’ scene does not neatly fit into the core graduate employment sectors as analysed by AGCAS/HECSU. It is described by Invest in Dundee as the creative and digital industries [5] and encompasses digital gaming and mobile content generation, web services, software engineering, architecture, graphic design, journalism, publishing, PR and marketing, and more. It is characterised by employers such as Outplay Entertainment [6], Dundee’s biggest computer games company and largest independent mobile developer in the UK, employing over 150 people; and the V&A Dundee [7], which is Scotland’s first design museum and the only V&A outside of London.

However, looking at the data on key sectors within this ‘scene’ can help us understand its importance to the local graduate employment market. The data shows a small but IT thriving sector – employing 6.5% of local graduates and comparing favourably to Scotland’s largest local authority area for IT graduate jobs, Edinburgh (8.3% of the graduate workforce). Art, design and media jobs are also relatively more prevalent in Dundee than in most other regions of Scotland; Glasgow has the highest proportion at 5.3%, followed by Dundee with 5% of all jobs.

Dundee has attracted its dynamic mix of tech employers through its long history and strong reputation as a home for technological and creative brands. In 2014, Dundee was named the UK's first (and only) Creative City of Design by UNESCO [8]. The University of Abertay Dundee was the first in the UK to offer a computer games technology degree [9] 20 years ago and is still regarded as one of the best in the world. Dundee’s DC Thomson is the home of comic creations Dennis the Menace, Desperate Dan and others. Looking back further, ‘tech’ first came to Dundee in the post-war years when – filling the vacuum left by departing textile manufacturing and maritime enterprises – NCR and Timex first opened their doors in Dundee.

Timex

is

now

long

gone,

with

other

engineering

giants

such

as

Michelin

in

the

process

of

scaling

down

Dundee-based

operations. These departures point to an overall downturn in engineering and manufacturing in Dundee, and it is the Scottish local authority with the fewest graduate jobs in this sector. Just 2.3% of the Dundee graduate workforce are employed in engineering, compared to 10% of the graduate workforce of Aberdeen (the area with the largest proportion of graduate engineering jobs). However, looking at the Tayside region as a whole, engineering jobs are not below the Scottish average (5.1% for Tayside compared to 5.7% nationally). This may be accounted for by the presence of Scottish and Southern Energy’s headquarters in Perth, one of the city’s major employers [10], and by the relatively high proportion of agricultural, energy, engineering and manufacturing jobs in Angus (14.9% of the Angus workforce are employed in manufacturing compared to 7.9% across the whole of Scotland [11]).

SKILLS SHORTAGES AND VACANCIES There are more graduates living in the Tayside region than there are professional-level jobs (960 graduates to 790 professionallevel jobs). However, despite this under-supply of professional-level jobs, several sectors still reported a significant level of hard to fill vacancies. Employers in the healthcare sector report particularly high numbers of hard to fill vacancies, especially for nursing roles, which are the highest shortage occupation in Tayside. Skills shortages are also reported in other key public sector jobs in the region, namely primary and secondary school teachers, with welfare and housing associate professionals not elsewhere classified (n.e.c.) also featuring on the hardest to fill vacancies list. Dundee’s other distinctive sector – its tech industry – is also fuelling demand for more skilled graduates, with graphic designers being one of the key professions local employers report as ‘hard to fill’.

The proportion of graduates working in business and finance careers is lower in the Tayside region (5.5%) than in Scotland as a whole (8.3%). Similarly, the proportion of graduates in marketing and PR is lower in Tayside (2.8%) than the average for Scotland (4%), despite Dundee’s vibrant creative and digital industries sector. Compared to Edinburgh, Scotland’s leading city for the financial sector, Tayside’s financial graduate employment is very small. However, it is regionally significant; some of Dundee’s largest private enterprises are in the financial sector (e.g. Alliance Trust) and the global insurance corporation Aviva employs around 1,500 people in the small city of Perth, building on the city’s historic connections with the insurance sector [12].

THE FUTURE OF GRADUATE EMPLOYMENT Dundee’s ongoing regeneration project [13], of which the V&A is the centrepiece, is expected to create a total of 7,000 jobs. The forecasted rise in the construction industry [3] over the next decade, could see greater demand for graduate and professional-level jobs in areas including engineering, architecture and town planning. Creative and digital industries are also at the heart of this regeneration with prime real estate sites set aside for the creative industries. Again, this is likely to fuel demand for graduates with digital skills and those equipped with a creative skillset.

In addition, Tayside seeks to be a key player in the provision of Scotland’s future energy needs with an ‘energy park’ designated for Dundee’s north east periphery and an ‘eco innovation centre’ earmarked for Perth West City Expansion. Investment in oil and gas, decommissioning, renewable energy and hydrogen fuel [14] hails future graduate jobs in these sectors.

PAGE 10


AYRSHIRE AND CLYDE VALLEY PAMELA KELLY, CAREERS ADVISER, UNIVERSITY OF THE WEST OF SCOTLAND

ECONOMIC AND EMPLOYMENT BACKGROUND

The area of Ayrshire and Clyde Valley covers a vast geographical region, including ten local authorities (North and South Lanarkshire, East and West Dunbartonshire, East, North and South Ayrshire, East Renfrewshire, Renfrewshire and Inverclyde) and was home to a total of 2,285 graduates in 2016/17. The region is projected to have slightly slower economic growth than Scotland as a whole,1.4% GVA versus 1.7%, and the manufacturing industry still prevails as one of the largest employment sectors in

the

region.

Ayrshire

and

Clyde

Valley

has

a

diverse

demographic

and

the

area’s

economic

landscape

has

changed

dramatically over the last few decades. In the Ayrshire valleys, mining was historically the predominant industry, and within Clyde Valley is an area that was a centre for shipbuilding for hundreds of years [1], with boats being built in the area possibly as early as the 15th century, but is now a centre of regeneration.

Due to the vast geographical area covered by the Ayrshire and Clyde valley region, there is a lot of choice for local prospective higher education students to choose from in terms of institutions and subjects. Within travelling distance of the region there are six higher education institutions that cover a vast array of courses: University of Glasgow, Strathclyde University, Glasgow Caledonian University, The Glasgow School of Art, Royal Conservatoire of Scotland and University of the West of Scotland. Arguably, this region has more access to higher education than any other region in Scotland, which is also reflected in the high number of graduates in the area.

GRADUATE ORIGIN AND RETENTION

The percentage of graduates working in Ayrshire and Clyde Valley in 2016-17 who were originally from the region is one of the highest in Scotland (81.2%), second only to the Highlands and Islands (82%). The fact that there are so many institutions available to students in the region may be why so many graduates in Ayrshire and Clyde Valley were originally domiciled in the area. Of these graduates, 30.6% are ‘loyals’ whilst the other 50.6% are ‘returners’.

The

proportion

of

‘stayers’

and

‘incomers’

is

low

at

just

3.9%

and

14.8%,

respectively. As a comparison, the percentage of ‘stayers’ in Edinburgh (38%) and Glasgow (14.8%) is substantially higher, and only Aberdeenshire has a lower proportion of ‘incomers’ (10.1%). On the whole, the majority of graduates employed in the region are from the region

originally

and

have

studied

locally

or

returned

on

completion

of

their

studies.

Anecdotally, the University of the West of Scotland reports that students are keen to find employment

locally

and

this

is

often

their

number

one

priority

when

seeking

graduate

employment.

GRADUATE EMPLOYMENT Within the region of Ayrshire and Clyde Valley, the greatest proportion of graduates enter health-related occupations (30.8%). This sector is also one of the largest for employment in the region, with human health and social work making up 15% of the region’s economy [2] – the second highest proportion out of all regions in Scotland, after the South of Scotland. The second largest employer of graduates was the education sector (14.3%), again the second highest in Scotland with only Fife and the Lothians having an education sector that employed more graduates. Although the private sector contributes 54% to the economy in this region, the public sector remains the predominant employer for graduates.

The third largest sector for graduate employment was the retail and service industry at 10.8%. This figure is relatively low when compared with other regions, with Fife and the Lothians (10.7%) and the South of Scotland (7.4%) employing a smaller proportion of graduates in this sector. The least common roles for graduates within the Ayrshire and Clyde Valley region were science-related occupations (0.8%).

PAGE 11


Although the region is expected to underperform in relation to Scotland

as

a

whole,

the

real

estate

sector

is

expected

to

contribute the most to future growth in the region, meaning that the

outlook

is

positive

for

graduates

seeking

employment

SKILLS SHORTAGES AND VACANCIES

as

housing professionals or in other roles in the real estate industry.

Nursing and teaching are the main occupations with hard to fill vacancies in the Ayrshire and Clyde Valley region. These are also the sectors employing the largest number of graduates, suggesting that

the

hard

to

fill

vacancies

are

a

result

of

a

general

skills

The scientific and technical sectors are also set to grow at a

shortage in the region. Within Ayrshire and Clyde Valley there are

much faster pace [2] in Ayrshire and Clyde Valley compared to

several

the

graduates

rest

of

Scotland.

The

fastest

growing

employment

area

hospitals enter

a

within

commutable

healthy

job

market,

distance, with

the

and English

nursing health

across the region will be childcare, which is expected to grow

services competing for Scottish graduates and the vast majority of

at a rate of 4.4%, substantially higher than the region’s average

students gaining employment before graduation.

growth of 1.4%. This has resulted in an increase in opportunities for graduates from relevant courses, and may be a reflection of

Within

the increase in government funding for childcare places. Across

secondary

Ayrshire

there

subjects are classed as hard to fill occupations, both in the Ayrshire

financial

and

is

expected

business

to

be

ICT/digital,

compared

in

STEM,

English

school and

teachers

home

and

economics

and welfare roles also fall into the hard to fill category in the

graduates

region, which again mirrors the picture in Scotland and the UK as

employment

to

teachers

primary

average growth in Ayrshire of 1.3% [2], which bodes well for secure

2.7%,

the

sector,

and Clyde Valley region and across Scotland as a whole. Housing

to

of

in

education

the

hoping

services

growth

the

within

these

occupations.

a whole.

Real estate, property and housing is already a large industry in

"The University of the West of Scotland reports that students are keen to find employment locally and this is often their number one priority when seeking graduate employment"

Ayrshire and Clyde Valley and is expected to grow, so it is not surprising that it is also a sector with hard to fill vacancies. Finally, projected growth in the scientific and technical sectors may result in future skills shortages as the number of people graduating in those areas was very low across the region.

THE FUTURE OF GRADUATE EMPLOYMENT Ayrshire

and

graduates level

in

Clyde

Valley

is

a

2016-17,84%

of

which

employment,

However,

if

predominantly

economic

projections

vast

region secured

within are

the

with

2,285

professional-

public

accurate,

the

sector. region

faces employment challenges over the next decade. Research suggests that employment rates are expected to decrease [3] across Ayrshire and Clyde Valley as a whole, which could present a challenge for future graduates in the region when coupled with reductions in public sector funding and stretched public

sector

services.

This

might

prove

to

be

a

particular

barrier for graduates who do not want, or are unable, to be flexible in commuting to other areas for work, so a change in mindset

may

be

required

for

some

to

secure

graduate

employment.

The

University

of

the

West

of

Scotland

is

sector-leading

in

widening access to higher education in Scotland, with almost a quarter of all Scottish Index of Multiple Deprivation (SIMD) 20 students

[4] in

Scotland

studying

there

in

2019.

Research

suggests that graduates from under-represented backgrounds may be less geographically mobile and lack the networks and employment

knowledge

resulting

an

in

employment outlook. and

Clyde

alternative

than

Despite

of

the

is

a

more

outlook

traditional

potential

Valley

their

to

‘go

that

seeking

where

employment

region

advantaged

has

the

graduate jobs

challenges, been

peers,

are’

Ayrshire

through,

and

adapted to, many changes in its economic landscape and has shown resilience in its regeneration.

PAGE 12


FORTH

ECONOMIC AND EMPLOYMENT BACKGROUND

The Forth Valley is at the heart of Scotland’s central belt, surrounded by the larger

VALLEY MEGAN DAVIES,

economies of Glasgow and Edinburgh. The region has a mixed rural and urban economy, and is made up of three local authority areas: Clackmannanshire, Falkirk and Stirling. It covers an area of around 1,000 square miles and has a population of just over 300,000 [1]. The average population density [2] of the region is 116

DEPUTY HEAD OF CAREERS AND EMPLOYABILITY SERVICE

people per km². However, there are large variations in population densities around the region, from 539 people per km² in Falkirk to just 43 people per km² in Stirling. The projected growth in population in the Forth Valley is 4% from 2016-2028, which mirrors Scotland as a whole, and the working age population (16-64) is not expected to change.

LESLEY GRAYBURN, FORMER HEAD OF

Total employment increased by 7% in the Forth Valley between 2008 and 2018, compared to just 2% nationally. The top three sectors for employment in the region in

CAREERS AND EMPLOYABILITY SERVICE

2018 were human health and social work (22,000 jobs), wholesale and retail (21,800 jobs) and manufacturing (13,700 jobs). Whilst the reliance of the region on the public sector is reflective of the Scottish economy as a whole, the Forth Valley

UNIVERSITY OF STIRLING

also has some of its own interesting and distinct characteristics. Within the Falkirk area the economy is centred around manufacturing, chemical sciences and logistics, but there is also a focus on new service industries and attracting tourists to the area. Clackmannanshire, on the other hand, has seen unemployment levels rise with the demise of traditional industries like mining, textiles and brewing, so is trying to refocus its economic activity. The construction industry (14,300 jobs) and tourism industry (12,800 jobs) in the region are predicted to grow over the next decade [3], with

1,400

and

700

additional

jobs

created

respectively.

Due

to

its

unique

proximity to both rural areas and urban centres of influence, the Forth Valley has a significant presence in the third sector, particularly within environmental protection or improvement industries. Over 120 environmental charities have made the area their base [4], including many national organisations such as Keep Scotland Beautiful and the Scottish Youth Hostelling Association.

In 2015, there were a total of 8,775 businesses operating within the Forth Valley, with

nearly

half

based

in

Stirling

(45%),

42%

in

Falkirk

and

13%

in

Clackmannanshire. In terms of business size, the Forth Valley region reflects the Scottish picture in that microbusinesses (those who employ zero to nine people) account for the majority of businesses within the region. This is the same throughout the local authorities within the Forth Valley. It is interesting to note when looking at

"Regional partners estimate that

the DLHE destination data that, excluding those graduates employed in hospitals, 48% of graduates started their careers in local SMEs in 2018.

over the next 10-15 years the Stirling and Clackmannanshire City Region Deal will unlock private investment worth in excess of £640 million, delivering over 5,000 new jobs across a wide range of related sectors in the City Region."

The Forth Valley must be considered in the context of its location and surrounding labour markets: comprehensive transport links to both Edinburgh and Glasgow mean that many people living in the Forth Valley, especially those in professional jobs, commute into the cities daily [5]. 38% of workers living in Stirling travel outside of their local authority for work, as do 42% of workers in Falkirk and 56% of workers in Clackmannanshire.

Whilst

these

figures

include

significant

commuting

within

the

region,14% and 15% of all workers from Stirling and Falkirk respectively commute to either Edinburgh City or Glasgow City. Nearly two thirds of commuters in Stirling are employed in highly skilled occupations (65%), with 42% and 49% of commuters employed in highly skilled roles in Clackmannanshire and Falkirk respectively.

PAGE 13


GRADUATE ORIGIN AND RETENTION Geographically the Forth Valley sits between the two much larger cities of Glasgow and Edinburgh and is well connected by the transport infrastructure, making it relatively easy for graduates to move around the area to study, live and work. This may explain why the Forth Valley had a higher proportion of ‘incomers’ (33%) – graduates who move to the area for work but did not previously live or study there – than Scotland as a whole (22%). At 28%, the region matched the Scottish figure for the proportion of ‘returners’ – graduates who were originally domiciled in the region and returned to work after studying elsewhere. Many of the region’s graduates are ‘loyals’ (23%) – graduates who were originally from the area and remained to study and work after graduation.

GRADUATE EMPLOYMENT AND SKILLS

THE FUTURE OF GRADUATE EMPLOYMENT

SHORTAGES Of the 9,845 professional jobs reported in Scotland in the 2016-17 DLHE survey, 195 were located in Stirling, 215 in

According to the Regional Skills Assessment [5], over the period 2018-2028

it

is

forecast

there

will

be

a

requirement

for

an

additional 41,700 workers, taking into account both expansion

Falkirk and 40 in Clackmannanshire.

and replacement demand. Of these, 39% are expected to be for

The professional jobs for graduates in the Forth Valley region covered a breadth of sectors, but the highest proportion of jobs were in the health (25.4%) and education (11.3%) industries. These

sectors

are

major

employers

of

graduates

across

the

whole of Scotland (30.6% in the health sector and 13.2% in education)

and

reflects

the

fact

that

Forth

Valley

Royal

Hospital, the NHS Regional Health Board and local authorities are

key

employers

in

the

Forth

Valley

region.

There

are

ongoing challenges to recruit nurses and medical practitioners

higher-level 2028

are

wholesale

occupations. forecast

and

to

retail,

The be

and

top

three

human

employing

health

construction.

and

The

sectors

social

largest

in

work,

growth

is

forecast in admin and support services, professional scientific and technical and in construction. These are all sectors that are likely to

need

graduates

to

support

their

growth

and

development

across the Forth Valley region. The largest employment decreases are forecast in mining and quarrying, manufacturing and public admin and defence.

in the region, with occupational shortages identified in recent research

undertaken

by

UUK

and

HECSU.

In

addition,

the

region has a strong higher and further education sector, with the

presence

of

the

University

of

Stirling,

and

Forth

Valley

College’s three campuses, which in total are home to 14,500

The

region

Other notable occupations for graduates in the Forth Valley were

managers

(5.2%)

and

legal,

social

and

welfare

(6.2%). Graduate employment in business and finance (6.2%) was the highest outside of the financial centres of Glasgow, Aberdeen and Edinburgh, and may reflect Prudential having a large operation in Stirling and other financial companies now in

likely

City

to

Region

benefit Deal

from [6],

the

Stirling

which

will

and

see

an

investment of £90 million into the Forth Valley. The investment is being used to attract more businesses, good quality jobs and

Innovation

based

also

specialist skills to the region. Key projects include the Aquaculture

students.

area

is

Clackmannanshire

Stirling’s

Castle

Business

Park.

The

proportion

of

graduates in retail and service work (12.8%) may be as a result of Falkirk and Stirling being important retail centres and tourism

Hub

and

International

Environment

Centre

being

established with the University of Stirling; significant regeneration and

development

of

civic

space

and

a

cultural

quarter

to

celebrate Stirling’s history and heritage and encourage tourism; and the creation of digital hubs across the region to encourage new creative industries and technology businesses, and to boost connectivity for rural areas. Regional partners estimate that over the next 10-15 years the City Deal will unlock private investment worth in excess of £640 million, delivering over 5,000 new jobs across a wide range of related sectors in the City Region.

being a draw for the region.

PAGE 14


GLASGOW CITY REGION KATRINA FORBES, GLASGOW CALEDONIAN UNIVERSITY SANDRA WRIGHT, UNIVERSITY OF STRATHCLYDE

GRADUATE ORIGIN AND RETENTION

ECONOMIC AND EMPLOYMENT BACKGROUND

The

The Glasgow City Region accounts for almost one-third of the Scottish economy and is therefore a key driver of national

high

and

'stayers'

successfully

employment.

levels have reached a long-term high (72.1%) [1], which is

of

in

the

region

(45%)

is

evidence of how Glasgow attracts students to study from other regions

economic trends. Across the whole city region, employment

proportion

The

retains

Glasgow

City

them

in

Region

graduate

has

a

higher

proportion of ‘stayers’ than any other region in Scotland, and

greater than Birmingham (67.5%) and Liverpool (71.2%), and competitive with Manchester (72.8%) and Leeds (73.4%).

is significantly greater than the national average (23.9%) and the two regions with the next largest proportion of ‘stayers’,

According to the Department for Education’s employer skills

Edinburgh (33.8%) and Aberdeenshire (26.5%). Given the

survey 2017 [2], Glasgow saw a 3% increase in vacancies

high number of graduates in the Glasgow economy, this is

between 2015-17 but a 0.1% decline in vacancies as a

perhaps

percentage of employment. Skills shortage vacancies

not

surprising.

The

region

was

also

attractive

to

graduates from other areas, with the graduate labour market

increased by 1% [2] over the same period.

made

up

of

25.7%

‘incomers’.

Because

the

graduate

employment economy is by far the strongest in Scotland with a quarter of all graduate jobs located in Glasgow, it is also unsurprising that Glasgow not only supplies many graduate jobs for local graduates but also attracts graduates from other regions to work. The ‘returners’ formed a small proportion (8.9%) of the graduate workforce in Glasgow.

GRADUATE EMPLOYMENT The

region

is

dominated

by

the

health

sector

as

its

main

source of graduate employment (21.0%). This is similar to the

Private service industries account for 56% of the Glasgow City Region economy, and financial and business services, health and social care and the construction industry are expected to make

the

largest

contribution

to

regional

GVA

growth

by

2028. The largest sectors by employment are human health

levels in the whole of Scotland figure (18.2%). The next two main areas of employment are retail (15.4%) and business and finance (11.2%). The type of work being undertaken by graduates in Glasgow broadly reflects the national Scottish picture

with the

exception

of

education.

Only

4.1%

of

graduates in Glasgow are employed in education, compared

and

social

work,

which

account

for

16%

of

total

regional to

employment,

wholesale

and

retail

(14%)

and

administrative

and support services (over 10%). Oxford Economics data [1] shows that in 2018, more than two-fifths of people working in the region (44%) were in higher-level occupations. Business and

public

service

associated

professional

occupations

are

an

average

of

7.6%

for

Scotland.

This

may

not

be

reflective of actual employment of graduates as Glasgow is one of the biggest employers of teachers in Scotland [4], but may reflect the fact that there are greater numbers of jobs in other

sectors,

so

the

overall

percentage

of

graduates

in

education is smaller.

forecast to see the largest increases in the Glasgow City Region over the next decade [1], with an expected 4,500 additional workers required. In a recent survey of the technology industry [3], Glasgow was ranked second only to Manchester as the leading technology sector destination outside London. Glasgow scored

highly

for

its

access

to

a

number

of

world

universities and its high levels of educational attainment.

"The Glasgow City Region has a higher proportion of ‘stayers’ than any other region in Scotland, significantly greater than the national average"

class

PAGE 15


HARD TO FILL VACANCIES IN

SKILLS SHORTAGES AND VACANCIES GLASGOW CITY REGION The economy is strong in Glasgow and supports the professional employment of more graduates than any other region. However, employers are still reporting shortages in a number of professions. Welfare and housing roles are amongst the hardest to fill at

Business sales executives Civil engineers

professional-level

in

the

UK,

and

the

level

of

hard

to

fill

vacancies

in

housing

in

Design and development Glasgow

vies

with

the

South

East

of

England

for

the

most

serious

in

the

UK.

As

Glasgow’s professional level labour market is larger and broader still than Edinburgh’s, the list of hard to fill vacancies is correspondingly longer.

engineers Electrical engineers Engineering professionals (n.e.c.) Finance and investment analysts

THE FUTURE OF GRADUATE EMPLOYMENT

and advisers

Up to 400 new jobs will be created during the next three years by KPMG after it

Financial and accounting

announced Glasgow as the location for its second UK Managed Services hub. Whilst

technicians

the jobs created will be at a range of levels, it is likely to further boost the number of

Graphic designers

graduate

Higher education teaching

jobs

in

Glasgow.

According

to

KPMG,

the

decision

to

open

the

hub

in

Glasgow was underpinned by a recognition of the depth of talent in Scotland, coupled

professionals

with a robust financial services sector in Glasgow.

Human resources and industrial relations officers Information technology and telecommunications professionals (n.e.c.) Insurance underwriters IT user support technicians Legal associate professionals Managers and directors in retail and wholesale Marketing associate professionals Natural and social science professionals (n.e.c.) Nurses Primary and nursery education teaching professionals Production managers and directors in construction Purchasing managers and directors Quality assurance technicians Quantity surveyors Sales accounts and business development managers Secondary education teaching professionals Web design and development professionals Welfare and housing associate professionals (n.e.c.) Youth and community workers PAGE 16


FIFE AND THE LOTHIANS SHONA MACH SENIOR CAREERS ADVISER UNIVERSITY OF ST ANDREWS

ECONOMIC AND EMPLOYMENT BACKGROUND

The City of Edinburgh is bordered on three sides by the counties of East Lothian, Midlothian and West Lothian. To the north lies the Kingdom of Fife, separated from Edinburgh by the Firth of Forth. Fife, the third largest council area in Scotland, has the highest population of the four counties: 371,900 [1]. and

Midlothian

have

a

population

of

Jointly, East, West

378,200.

Fife

and

the

Lothians boasts two universities: Scotland’s oldest university, the University of St Andrews has its home in the north east corner of rural

Fife

and,

although

branded

Queen

Margaret

University

Edinburgh, the region’s other HE institution is situated six miles outside Edinburgh, in Musselburgh, East Lothian.

Fife prides itself on being one of Scotland’s leading centres for energy, low carbon and renewables. Its largest sector in terms of employment is health and social care, followed by manufacturing which provides nearly 14% of the area’s jobs and 30% of its turnover [2]. East Lothian’s economic strengths are in its diverse sectoral base, with specific strengths in food and drink, tourism

GRADUATE ORIGIN AND

and higher education. East Lothian residents often work in highlyskilled

occupations

but

many

of

them

commute

to

work

RETENTION

in

Edinburgh. The employment market in East Lothian itself consists of Analysis

of

data

from

the

DLHE

survey

2016/17

a particularly high rate of part-time work and self-employment [3]. Midlothian’s main employment areas [1] include manufacturing, construction, education, and health and social care as well as

indicated

a

relatively

small

percentage

(9.1%)

of

graduates working in Fife and the Lothians had attended

Midlothian

university in the region, and the proportion of ‘loyals’

Science Zone [4], a collaboration of science and business parks,

was 5.6%, the second lowest proportion of ‘loyals’ in

professional

scientific

and

technical

activities.

The

research institutes, academic and industry partners, is Europe’s largest

concentration

of

animal

science

expertise.

Strategically

Scotland. The proportion of ‘stayers’ was third lowest in Scotland

at

3.5%.

The

proportion

of

‘returners’

was

situated within 30 minutes of Edinburgh and Glasgow, and within easy

reach

of

nine

universities,

West

Lothian’s

key

economic

strengths are in biotech and life sciences, logistics and distribution,

57.1% and, interestingly, the proportion of ‘incomers’ was the highest in Scotland (33.8%). This would indicate

food and drink, electronics and software, retail, engineering and

that the graduate labour market in Fife and the Lothians

construction.

is attractive to graduates looking for work, or seeking to

West

Lothian

also

claims

youngest and fastest growing population [5].

to

have

Scotland’s

return home to work.

"It will be important for graduates looking to work in Fife and the Lothians in the future to be armed with attributes like resilience, perseverance, creativity and innovation, as well as skills in technology and enterprise/entrepreneurship."

PAGE 17


THE FUTURE OF GRADUATE EMPLOYMENT

A 2018 Regional Skills Assessment for Fife [6] predicts that GVA growth in Fife will average 1.4% per year between 2018 and 2028.

Growth

is

expected

to

be

driven

by

Fife’s

dominant

manufacturing, real estate, wholesale and retail trade industries. The

most

dynamic

communication,

industry

with

GVA

is

expected

growth

of

to

be

30%

information

predicted

and

over

the

period. Other highlighted sectors include professional, scientific and technical, engineering, financial and business services, construction and food and drink. Administrative and support services is forecast to be the fastest growing sector in Fife, accounting for over half of employment

growth.

construction

and

A

similar

rate

professional,

of

scientific

growth and

is

projected

technical

for

services.

Employment growth in Fife is forecast to slow substantially and will start contracting by 2027. The report states that Fife’s relatively large manufacturing sector will result in the area being exposed to the

long-term

trend

decline

in

employment

within

the

industry,

driven by a shift to less labour-intensive methods. The expected job losses will be offset by increases in construction and service sectors, with implications for the types of skills that will be in demand by employers.

GRADUATE EMPLOYMENT AND SKILLS SHORTAGES

Taking

into

account

Edinburgh’s

inclusion,

GVA

growth

in

Edinburgh, East Lothian and Midlothian [7] is predicted to average The 2016/17 DLHE data also showed that 9,825

2.2% per year between 2018 and 2028. This is higher than the

graduates

forecasts for Scotland and the UK overall. Growth is expected to be

were

employed

in

professional-level

jobs throughout Scotland. Of those, 1,800 were in

driven

the City of Edinburgh, 415 in Fife and 385 in the

technical, and financial services sectors, although information and

Lothians.

main

communication sectors are also highlighted. Edinburgh, East Lothian

health

and Midlothian are expected to be home to almost half of all new

service

jobs created in Scotland over this period, with higher than average

(10.7%) and engineering and building (6.8%). Of

growth forecast in each of the area’s constituent local authorities.

sectors

Within for

(22.4%),

Fife

and

graduate

education

the

Lothians,

employment

(14.9%),

the

were

retail

and

some significance, larger proportions of graduates were

working

Fife

and

Lothians

Employment

area’s

sectors

real

estate,

highlighted

professional,

include

scientific

professional

and

services,

administrative and support services, human health and social work,

education, engineering and building, and science

wholesale and retail trade, and accommodation and food services.

(2.3%) than in any other area of Scotland. This

The highest number of job losses are expected in financial and

data seems to provide evidence of the area’s key

insurance activities, reflecting the increased adoption of technology

economic strengths within energy, low carbon and

in the sector.

manufacturing,

the

the

within

renewables,

in

by

construction,

biotech

and life sciences, and education (including higher education).

It will be important for graduates looking to work in Fife and the Lothians in the future to be armed with attributes like resilience,

As

one

dominant

might

expect,

financial

and

with

the

business

capital sectors,

city’s larger

perseverance, technology

creativity

and

and

innovation,

as

enterprise/entrepreneurship.

well The

as

skills

ability

in to

proportions of graduates were working in IT (8.3%

commute within the area, including to Edinburgh, will continue to be

as

an advantage for some. Technological advances, including those

opposed

to

3.4%)

and

business

and

finance

(13.6% compared to 5.8%) in Edinburgh than Fife

within

and the Lothians.

particular, will require graduates to be IT-savvy and adaptable,

the

manufacturing

and

financial/insurance

sectors

in

willing to continually learn new skills and embrace agile working.

PAGE 18


SOUTH OF SCOTLAND SHONA JOHNSTON, AGCAS SCOTLAND CONVENOR AND HEAD OF CAREERS, EMPLOYABILITY AND ENTERPRISE, UNIVERSITY OF DUNDEE

ECONOMIC AND EMPLOYMENT BACKGROUND

The South of Scotland is a predominantly rural area consisting of the Borders and Dumfries & Galloway Local Authorities. In Dumfries & Galloway, Dumfries is the largest urban area with a population of nearly 40,000 but almost half of the residents in the local authority live in areas classified as rural, with 30% living in areas defined as remote [1]. Similarly, the Scottish Borders is one of the most sparsely populated areas of Scotland, with the largest town, Hawick, having a population of 14,000 [2].

Regional Skills Assessments [3] [4] show that the area is a relatively small contributor to Scotland’s economy and that the employment rate of 72.6 % in Dumfries & Galloway is lower than the Scottish average of 74.5%, although for the Borders it is slightly higher at 75.7 %. Health & Social Care dominates the economy, employing 16% of the workforce in each of Dumfries & Galloway and the Borders. Construction, Food & Drink, Tourism and Finance & Business Services are the other significant employment sectors which when totalled with Health & Social Care employ 50% of all workers. There are also local labour market strengths in much smaller sectors such as Agriculture, Forestry and Fishing.

The area is home to two multi-institution campuses combining higher and further education provision – the Crichton Campus [5] in Dumfries whose students include over 500 UWS students and 350 University of Glasgow students,

and

the

Scottish

Borders

Campus [6]

in

Galashiels

where

Heriot-Watt’s Textiles & Design School is based.

GRADUATE ORIGIN AND RETENTION

The small amount of HE provision in this area means that only 2.2% of graduates working in this area are Loyals and just 0.7 % are Stayers. The biggest group by far are Returners at 73.4%, showing a high proportion of those who leave the area to study return immediately to work, but there is also a significant proportion of Incomers at 23.6%.

THE FUTURE OF GRADUATE GRADUATE EMPLOYMENT EMPLOYMENT Just 260 of almost 10,000 professional level jobs for new graduates in

The

Scotland in 2018 were located in the South of Scotland area. The largest

review [8] recognised that the challenges faced in this

sector

new

area are similar to those experienced in the Highlands

graduates taking up work in this sector last year. Combined with Legal,

and Islands, including low population density, an aging

of

graduate

employment

is

Health,

with

35.4%

of

all

Social & Welfare at 7% this reflects the local dominance of the Health and Social Care sector.

Scottish

Government’s

2016

Enterprise

&

Skills

workforce and high proportions of those in employment working for small businesses and receiving lower than average earnings. In response to these challenges, a

The next highest sector of graduate employment is Education, with 13.7% of graduates beginning their careers in this area.

This is higher than the

South

of

Scotland

Enterprise

Agency

[9]

will

be

established in 2020 to drive inclusive growth in the area.

Scottish average of 7.6 % and may be influenced by the role of the Early projects for the agency will focus on increasing above

large

education

campuses

as

significant

employers.

The

other

large employment sector is 'Other occupations' at 8.1 % - similar to the Highlands and Islands [7], this could indicate that roles are more fluid in a smaller labour market.

digital

capability

and

skills,

establishing

a

centre

of

excellence for textiles, and developing a place-based approach to community enterprise.

PAGE 19


THE KEY SECTORS OF THE CITY'S ECONOMY ARE:

EDINBURGH

public administration, education and health £4,398m (22% GVA) financial and insurance activities £4,049m (20% GVA)

MATT VICKERS

distribution, transport, accommodation and food £3,248m (16% GVA)

CAREERS CONSULTANT

professional and administrative services £2,432m (12% GVA)

UNIVERSITY OF EDINBURGH

real estate activities £2,277m (12% GVA) information and communication £1,044m (5% GVA)

[4]

ECONOMIC AND EMPLOYMENT BACKGROUND

Edinburgh

is

the

a

Financial services have been part of the Edinburgh fabric for

population of 519,000 people in 2018 [1]. 9.5% of Scotland’s

300 years (the Bank of Scotland was founded in 1695) and

population

second

play a major role in the city’s economy. Indeed in a global

largest city after Glasgow, which had a population of 626,400

context, Edinburgh ranks 35th in the annual listing of world

or 11.5% in the same year [1]. Edinburgh is a major travel hub,

financial

with the UK’s sixth busiest airport [2], twelve railway stations, a

Bangkok, Brussels, Kuwait City, Madrid and Vienna. In 2017,

tram route and significant bus networks within and beyond the

around 33,000 (9.9%) people worked in Edinburgh’s financial

city. Home to seven of the top ten most visited attractions in

services [6]. The city is home to Europe’s second largest fund

Scotland [3], August sees millions of visitors descending on the

manager, Standard Life Aberdeen, and more than 90% of all

city for its many festivals (the Fringe alone attracted almost 2.9m

Scottish fund managers are based in the city. Professional and

visitors in 2017). [3]

administrative

live

capital

in

of

Scotland

Edinburgh,

making

and

it

the

was

home

nation’s

to

centres

economy,

Edinburgh has a vibrant economy that grew by 21.2% GVA between 2001 and 2016 [4] – a larger increase than most UK

[5]

services

accounting

enterprises

(4,590)

above

also for

within

many

feature

capital

strongly

the

largest

the

city

cities

in

number

and

a

such

as

Edinburgh’s

of

registered

sector

which

has

grown by 28% from 2012-2017 [4].

cities in the same period. With its GVA per capita of £44,200 (2017), Edinburgh ranks in second place behind London of all the UK’s major cities for the wealth generation capability of its economy. With such a thriving economy, the city’s population continues to grow. Excluding London, Edinburgh showed the second highest percentage population growth (13%) over the period 2007-2017 after Manchester (16%), of the UK’s eight largest cities [3]. The demographic balance is weighted slightly more

towards

younger

people

as

Edinburgh

has

a

higher

Edinburgh’s

population

growth

has

seen

significant

property

construction on both brownfield and greenfield sites, which is reflected in the increase in the number of registered real estate enterprises by 13% for the period 2012-2017 [4]. In addition to

the

offices

of

many

large

real

estate

companies

such

as

Cushman & Wakefield, Knight Frank and Rettie, the city hosts the Edinburgh Solicitors Property Centre which acts as a focus for domestic property sales covering large number of solicitors and

estate

agents

in

the

city.

Major

commercial

population of people aged 16-49 than Scotland as a whole. In (re)developments

include

the

Fountainbridge

area

and

Edinburgh, 53.5% of males and 52.4% of females are aged Edinburgh St James shopping centre.

16-49 [4]; for Scotland the equivalent figures are 46.4% and 43.2% respectively. The jobs

The strength of public services, administration and health reflects Edinburgh’s role not only as a major city, but as a capital. In addition

to

the

city

council,

and

NHS

Lothian

(with

several

major hospitals), the city is home to the Scottish Parliament and much of the Scottish Government. In terms of education, the city boasts three universities (Edinburgh Napier University, HeriotWatt University and The University of Edinburgh), with a fourth, Queen Margaret University, located just outside the city in East Lothian,

a

large

FE

college,

language

schools

and

several

independent schools. The Scottish legal system means that there

information in

and

Edinburgh

communication

[4],

accounting

sector for

supports

5.2%

of

17,000

the

city’s

employees – far exceeding the Scottish average of 2.8% and the Great Britain average of 4.4%. The sector accounts for the second highest number of registered enterprises (2,530) after professional, technical and scientific activities. While the vast majority of ICT enterprises are small businesses employing 1-49 people, the city also hosts tech giants such as Amazon, IBM and Microsoft, in addition to IT services provided for the public sector, financial services sector and universities. Growth in tech has been significant, at 33% GVA from 2011-2016, the third highest increase by any sector. Furthermore, tech has seen the

are courts, high courts and legal bodies (the Law Society of

largest increase (40%) in the number of registered enterprises

Scotland,

and was the fastest growing sector from 2012-2017.

Faculty

of

Advocates,

Crown

Office

&

Procurator

Fiscal Service are all based within the capital).

PAGE 20


GRADUATE ORIGIN AND

GRADUATE EMPLOYMENT The job roles entered by graduates employed in Edinburgh broadly follow the city’s

RETENTION

labour market patterns, but with subtle differences. Of all employed graduates, 15% enter business and finance roles – significantly more than in Scotland as a whole Just

as

Edinburgh

and

Glasgow (8.9%)

dominate

economically,

so

too

or

the

UK

(10.8%).

This

mirrors

the

importance

of

financial

services

to

they Edinburgh. Key employers include major banks, such as RBS and Lloyds Banking

dominate

in

terms

of

graduate Group, a variety of accountancy firms, including all of the ‘big four’, and actuarial

employment.

Data

from

the

2016-17 practices. Such is the demand for graduates that finance and investment analysts are

DLHE

survey

shows

that

Glasgow shortage occupations for Edinburgh, Fife and Lothians. This does not necessarily

accounted for 24% and Edinburgh 18% imply of

graduate

employment.

there

are

unfilled

vacancies,

rather

that

recruiters

found

them

more

With challenging to fill.

Edinburgh

being

such

a

dominant

employment destination for graduates, it Health is the largest employment sector for the city and ranks second for graduate raises

the

question

where

do

these employment (14.9%), with roles in medicine, nursing and therapies offering many

graduates come from and do the city’s graduate opportunities throughout the city’s hospitals and surgeries. Yet, despite its three universities play a part? size, health sector employment for graduates in Edinburgh is proportionately far below that of Scotland as a whole (23.5%) and even the UK (18.2%), which demonstrates Edinburgh’s

2016/17

alternative workforce

has

close

to

the

breadth

of

the

Edinburgh

labour

market

and

the

services

and

IT.

variety

of

graduate an

employment

options

notably

financial

Graduates

average working in IT account for 8.3%, significantly higher than the 4.5% in Scotland or

number

for

Scotland

of

‘loyals’:

local 4.6% in the UK. Demand for IT graduates in Edinburgh has remained stable over the

graduates who were brought up, studied last five years, with 70% of all businesses reporting they are definitely or quite likely and subsequently remained to work in to recruit graduates in 2019 [7]. the

city

(25.8%).

A

relatively

small

number of locals (10.1%) left the city to Marketing/sales study

elsewhere

but

work

(‘returners’),

returned

home

and

arts/media/design

are

two

sectors

that

are

under-

to represented for graduate employment in Scotland as a whole compared to the UK

arguably

drawn

by (4.1% versus 7.7% and 4.0% versus 6.5% respectively). Edinburgh, while lagging

the

employment

opportunities

and behind the UK average, does present more opportunities for graduates than the

lifestyle, as well as family ties. Edinburgh Scottish average, employing 6.1% and 4.9% of graduates respectively. Indeed, also boasts a relatively high proportion graphic (38%)

of

graduate

employees

designers

appear

as

shortage

occupations

along

with

business

sales

who executives.

came from elsewhere to study at one of the city’s three universities and remained to work (known as ‘stayers’). Many of the

degrees

offered

facilitate

this,

sectors:

degrees

at

the

mirroring

the

in

nursing,

teaching,

public/social being

key

job

IT/informatics,

medicine,

business/finance

universities

engineering, policy

offered

and

at

one

or, in some cases, all three institutions. Being

a

world

heritage

city

with

a

buoyant job market and much to offer culturally, many

Edinburgh

graduates,

is with

attractive

to

26.1%

of

graduates moved to the city having no previous ties (‘incomers’). This is slightly higher these

than

the

national

graduates

attracted

by

the

are

same

average

and

presumably

features

as

the

‘stayers’.

PAGE 21


The engineering and building industry also employs a lower number of graduates in Edinburgh (4.7%) than in the rest of Scotland (5.7%). Notably this figure is in line with that for the UK as a whole (4.5%), suggesting that Edinburgh has reasonable opportunities in engineering and construction. To an extent, this reflects the comparatively lower importance of the two sectors to the city’s economy and the breadth of alternative opportunities. However, while the city offers few manufacturing opportunities, there are many opportunities with consulting engineering firms based centrally and in the electronics industry, which has a strong presence in the city. A further point to note is the number of manufacturers based just outside the city in the wider Lothians where land prices are lower. These two factors taken together might explain why engineering roles (civil, electronic, electrical, mechanical, production and specialist) feature on the list of shortages occupations. The same geographical argument applies to science, which is also an underrepresented sector in terms of graduate employment with 0.8% of professional jobs. There are roles in the city but many are based in science parks around the city.

Education is another seemingly under-represented sector at graduate level, accounting for only 3.7% of graduate jobs. Yet the sector accounts for 9.5% of all the city’s workers, so there are numerically many opportunities across the city’s schools, college, English language schools and universities. The relatively low proportion of graduate-level employment may indicate both the breadth and quantity of jobs in other sectors (especially finance and IT) not present elsewhere in Scotland. It may also reflect the number of nongraduate-level roles in education, such as teaching assistant. Nevertheless, teachers (primary and secondary) appear on the occupational shortage list.

THE FUTURE OF GRADUATE EMPLOYMENT

Edinburgh has a strong labour market, spearheaded by business and finance, government and culture and tourism. IT and data science are important sectors and look set to continue growing, not least thanks to Data Driven Innovation (DDI) which is a part of the £1.3bn Edinburgh & SE Scotland City Region Deal [8]. As part of this investment DDI aims to make Edinburgh the ‘data capital of Europe’.

The attractiveness of the city and its diverse labour market are reflected in the numbers of graduates coming to the city and choosing to remain, and by the numbers who relocate to the city for work – or who simply choose never to leave, studying and then working here.

“The Data-Driven Innovation initiative…aims to help organisations and all our citizens benefit from the data revolution. Working together to deliver the 10-year programme are The University of Edinburgh and Heriot-Watt University, whose experts will collaborate with industrial partners on data-based projects in the public, private and third sectors. The Programme will increase the contribution of university research and in-demand graduate skills to the region’s economy, launching more spin-out companies, attracting start-ups and established businesses, and driving public and private sector investment. Five data-driven innovation ‘hubs’ have been created, housing expertise and facilities to help ten industrial sectors become more innovative through data.” [9]

PAGE 22


REFERENCES NB: All URLs accessed 27 February 2020

Foreword

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1. Scottish Government. Supporting evidence: Scotland’s 2000 cohort. Scottish Affairs, 63. comparable position on skills. economicactionplan.mygov.scot/future-skills/scotland-labourmarket-international-position-skills/ 2. BBC News (2017). Half of Scots graduates ‘underemployed’, survey suggests. www.bbc.co.uk/news/uk-scotland-41075040

www.research.ed.ac.uk/portal/en/publications/scottish-graduatemigration-and-retention(e640253b-9452-4058-a07797eca8effb68).html 8. van Ham, M., Findlay, A., Manley, D., & Feijten, P. (2012). Migration, Occupational Mobility, and Regional Escalators in

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economicactionplan.mygov.scot/future-skills/continuing-skills-gaps/

www.hindawi.com/journals/usr/2012/827171/

4. HECSU (2019). Skills shortages in the UK.

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https://luminate.prospects.ac.uk/skills-shortages-in-the-uk

feeling? A spatially and socially differentiated analysis of UK student

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structures-of-feeling-a-spatially-and-socially-different and

[Accessed Oct 2019] 6. Higher Education Statistics Agency. Employment of leavers: UK Performance Indicators 2016/17. www.hesa.ac.uk/news/05-072018/employment-of-leavers-tables 7. Higher Education Statistics Agency. Introduction – Destinations of Leavers 2016/17 www.hesa.ac.uk/data-andanalysis/publications/destinations-2016-17/introduction 8. Ball C. (2019) What do Scottish graduates do? AGCAS Scotland conference presentation

Finn, K. (2016). Relational transitions, emotional decisions: New directions for theorising graduate employment. Journal of Education and Work, 30(4), 419–431. www.tandfonline.com/doi/abs/10.1080/13639080.2016.123 9348

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city-and-shire.pdf 2. Aberdeen City Council (2019).Economic Performance Report.

1. Ball, Charlie (2015). HECSU. Loyals, Stayers, Returners and

www.aberdeencity.gov.uk/services/business-and-

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hecsu.ac.uk/assets/assets/documents/hecsu_graduate_migration_r

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overview. www.insider.co.uk/special-reports/scottish-business-

2. Christie, Fiona and Cunningham, Eileen (2019). HECSU. No place like home: graduate attitudes toward place and mobility. luminate.prospects.ac.uk/no-place-like-home-graduate-attitudestoward-place-and-mobility 3. Ball, Charlie (2019). HECSU. These cities give graduates the best value for their salary. luminate.prospects.ac.uk/these-cities-give-graduates-the-best-value-

insiders-2017-top-9878775 4. Aberdeen City Council (2015). Aberdeen City Centre Masterplan and Delivery Programme. www.aberdeencity.gov.uk/sites/default/files/201806/Aberdeen%20City%20Centre%20Masterplan%20and%20De livery%20Programme.pdf 5. HM Land Registry (2017). UK House Price Index Scotland:August 2017.

for-their-salary www.gov.uk/government/publications/uk-house-price-index-

4. HECSU (2019). What do graduates do? Regional edition. luminate.prospects.ac.uk/what-do-graduates-do-regional-edition 5. Based on totals for medicine & dentistry, subjects allied to medicine and education from 1617 qualifiers table at Higher Education Statistics Agency. What are HE students’ progression rates and qualifications? www.hesa.ac.uk/data-and-

scotland-august-2017/uk-house-price-index-scotland-august2017 6. Aberdeen City Council (2018). Aberdeen Economic Policy Panel Report Summary. www.aberdeencity.gov.uk/sites/default/files/201811/Aberdeen%20Economic%20Policy%20Panel%20Report%20S

analysis/students/outcomes

ummary.pdf

6. Skills Development Scotland (2017). Jobs and Skills in Scotland

7. Aberdeen City Council, Opportunity North East,

the evidence.

Aberdeenshire Council. Regional Economic Strategy 2018-2023

www.skillsdevelopmentscotland.co.uk/media/43852/jobs-and-

Action Plan.

skills-in-scotland-2017-main-report.pdf

investaberdeen.co.uk/images/uploads/RES%20Action%20Plan% 202018-2023%20FINAL.pdf

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Highlands and Islands 1. Scottish Government. (2008). Highlands and Islands Scotland:

6. Outplay Entertainment. outplay.com/about 7. V&A Dundee. www.vam.ac.uk/dundee

European Regional Development Fund 2007-2013: Structural Funds

8. United Nations Educational, Scientific and Cultural

Operational Programme.

Organisation (UNESCO). Creative Cities Network Dundee.

www.webarchive.org.uk/wayback/archive/20170701074158/htt

en.unesco.org/creative-cities/dundee/

p://www.gov.scot/Publications/2008/07/29142448/0

9. Abertay University (2017). School of Design and Informatics.

2. Highlands and Islands Enterprise - Research and Reports

20 Years of Games. www.abertay.ac.uk/schools/school-of-

www.hie.co.uk/research-and-reports/, including:

design-and-informatics/20-years-of-games/

Highlands and Islands Area Profile (2014) Area Profile for Highlands and Islands (2011) Enabling our next generation: Young people and the highlands and islands: Maximising opportunities. (2008)

10. Talent Scotland. Dundee, Perth and Tayside. www.talentscotland.com/live/locations/cities-andregions/dundee-perth-and-tayside 11. Angus Council, Dundee City Council, Fife Council, Perth and Kinross Council. The Tay Cities Deal.

3. Skills Development Scotland - Jobs and Skills in Scotland the evidence (November 2017) www.skillsdevelopmentscotland.co.uk/media/43852/jobs-andskills-in-scotland-2017-main-report.pdf

www.taycities.co.uk/sites/default/files/tay_cities_deal_0.pdf 12. Fintech Scotland. Perth, a fintech living lab. www.fintechscotland.com/why-scotland/perth/ 13. Invest in Dundee (2019). Investor Prospectus.

4. Skills Development Scotland – Regional Skills Assessment Highlands

www.investindundee.com/sites/default/files/investor_prospect

and Islands Insight report

us1.pdf

www.skillsdevelopmentscotland.co.uk/media/44102/rsa-indesign-

14. Scottish Cities Alliance (2019). Transition to a low carbon

highlands-and-islands-2.pdf

economy.

5. Skills Development Scotland – Skills Investment Plans

www.scottishcities.org.uk/site/assets/files/1397/final_-

www.skillsdevelopmentscotland.co.uk/what-we-do/skills-

_transition_to_a_low_carbon_economy.pdf

planning/skills-investment-plans/ 6. The Highland Council – Inverness and Highland City-Region Deal www.highland.gov.uk/cityregiondeal 7. Sultana, R [2006] Challenges for Career Guidance in Small States. Malta: EMCER www.researchgate.net/publication/44836491_Challenges_for_Car

Ayrshire and Clyde Valley 1. Clyde Waterfront. Shipbuilding on the Clyde. www.clydewaterfront.com/clyde-heritage/riverclyde/shipbuilding-on-the-clyde

eer_Guidance_in_Small_State

2. Skills Development Scotland (2018). Regional Skills Assessment

8. Alexander, R. (2013). 'Here you have to be a bit more fluid and

West Region Summary Report

willing to do different things’: Graduate career development in rural

www.skillsdevelopmentscotland.co.uk/media/44975/rsa_west-

communities. Journal of the National Institute for Career Education and

region.pdf

Counselling, 31(1), 36–42.

3. Skills Development Scotland (2014). Regional Skills Assessment

9. Highlands and Islands Enterprise – Universities, Education and Skills

Glasgow & Clyde Valley.

www.hie.co.uk/our-region/our-growth-sectors/universities/

www.skillsdevelopmentscotland.co.uk/media/35648/SDS_RSA_G

10. Highlands and Enterprise (2018) Enabling our next generation.

lasgow_and_Clyde_Valley_Dig.pdf

Young people and the Highlands and Islands: Maximising

4. Scottish Funding Council (2019). Report on Widening Access

opportunities

2017-18.

https://www.hie.co.uk/media/6487/2018-young-people-

www.sfc.ac.uk/publications-statistics/statistical-

maximising-opportunities-imf.pdf

publications/2019/SFCST072019.aspx

11. Highlands and Islands Enterprise – ScotGrad www.hie.co.uk/support/browse-all-support-services/scotgrad/

Forth Valley Tayside

1. National Records of Scotland (2018). Mid-Year Populations

1. Skills Development Scotland (2017). Regional Skills Assessment

Estimates for Scotland.

Tayside Insight Report.

scotland.shinyapps.io/nrs-population-estimates/

www.skillsdevelopmentscotland.co.uk/media/44105/rsa-

2. National Records of Scotland (2019). Mid-2018 population

indesign-tayside-2.pdf

estimates Scotland

2. Scottish Cities Alliance. Dundee City Overview.

www.nrscotland.gov.uk/statistics-and-data/statistics/statistics-by-

www.scottishcities.org.uk/cities/dundee

theme/population/population-estimates/mid-year-population-

3. Skills Development Scotland (2017). Jobs and Skills in Scotland:

estimates/mid-2018

The evidence.

3. Skills Development Scotland (2018). Regional Skills Assessment

www.skillsdevelopmentscotland.co.uk/media/43852/jobs-and-

Forth Valley Summary Report

skills-in-scotland-2017-main-report.pdf

www.skillsdevelopmentscotland.co.uk/media/44970/forth-

4. Bio-dundee. Science in the City.

valley-summary-report.pdf

www.biodundee.co.uk/science-city

4. OSCR. Register Search.

5. Invest in Dundee. Creative Industries.

www.oscr.org.uk/about-charities/search-the-register/register-

www.investindundee.com/keysectors/creative

search/

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5. Skills Development Scotland. Regional Skills Assessment Forth Valley Insight Report www.skillsdevelopmentscotland.co.uk/media/44100/rsaindesign-forth-valley-2.pdf 6. Scottish Government. City Region Deals. Stirling and Clackmannanshire City Region Deal. www.gov.scot/policies/cities-regions/city-region-deals/ Other recommended reading: Falkirk Council. An Economic Strategy for Falkirk 2015-2025 www.falkirk.gov.uk/services/business-investment/policiesstrategies/docs/Falkirk%20Economic%20Strategy%202015-

South of Scotland 1. NHS Dumfries and Galloway (2014). Dumfries and Galloway: The Population and its Health. https://www.nhsdg.scot.nhs.uk/Resources/Health_Intelligence/ Documents/The_Population_and_Its_Health_Jan_2014.pdf 2. Scottish Borders Council (2016). Knowborders: Scottish Borders Community Planning Partnership 2016 Strategic Assessment. www.scotborders.gov.uk/downloads/file/2246/strategic_asses sment_2016 3. Skills Development Scotland (2019). Regional Skills

2025.pdf?v=201605171307 Assessment Scottish Borders Summary Report 2019.

Clackmannanshire Council. Clackmannanshire’s Economy. www.skillsdevelopmentscotland.co.uk/media/46136/scottish-

www.clacks.gov.uk/business/localeconomy/

Glasgow City Region

borders-rsa-summary-report.pdf 4. Skills Development Scotland (2019). Regional Skills Assessment Dumfries and Galloway Summary Report 2019.

1. Skills Development Scotland (2018). Regional Skills Assessment

www.skillsdevelopmentscotland.co.uk/media/46128/dumfries-

Glasgow City Region Summary Report

and-galloway-rsa-summary-report.pdf

www.skillsdevelopmentscotland.co.uk/media/44992/rsa_glasgo

5. Crichton Foundation. The Crichton Campus.

w-city-region.pdf

www.crichtonfoundation.org/the-crichton-campus/

2. Department for Education (2017). Employer skills survey 2017:

6. Scottish Borders Campus. www.scottishborderscampus.ac.uk/

Scotland toolkit.

7. Alexander, R. (2013). 'Here you have to be a bit more fluid

www.gov.uk/government/publications/employer-skills-survey-

and willing to do different things’: Graduate career development

2017-scotland-toolkit

in rural communities. Journal of the National Institute for Career

3. CBRE (2019). Global Investor Intentions Survey. www.cbre.com/research-and-reports/Global-Investor-IntentionsSurvey-2019 4. Scottish Government (2018). Summary Statistics for Schools in Scotland no. 9: 2018 edition. www.gov.scot/publications/summary-statistics-schools-scotland-92018/pages/3/

Fife and the Lothians

Education and Counselling, 31(1), 36–42. 8. Scottish Government (2017). Enterprise and Skills Review report on Phase 2: South of Scotland Enterprise Agency. www.gov.scot/publications/enterprise-skills-review-reportphase-2-south-scotland-enterprise-agency/ 9. South of Scotland Economic Partnership. Enterprise and Skills. Funding Projects. www.sosep.co.uk/info/5/funding-projects

Edinburgh 1. Office for National Statistics. Nomis Official Labour Market

1. Nomis Official Labour Market Statistics. Local authority profile. Statistics www.nomisweb.co.uk/reports/lmp/la/contents.aspx www.nomisweb.co.uk/reports/lmp/la/contents.aspx 2. Fife Council, Fife Economy Partnership, Opportunities Fife. 2. Civil Aviation Authority. UK Airport data. Downloadable Fife’s Economic Strategy 2017-2027. data on UK airports. www.caa.co.uk/Data-and-analysis/UKhttps://wordpress.fifedirect.org.uk/fifeeconomypartnership/wp aviation-market/Airports/Datasets/UK-airport-data/ -content/uploads/sites/10/2016/10/Fifes-Economic3. City of Edinburgh Council (2019). Edinburgh by numbers Strategy-2017-27.pdf 2019 3. East Lothian Council. East Lothian Economic Development www.edinburgh.gov.uk/downloads/file/25200/edinburghStrategy 2012-2022. by-numbers-2019 www.eastlothian.gov.uk/directory_record/257882/east_lothia 4. City of Edinburgh Council. Edinburgh by Numbers 2018 n_economic_development_strategy_2012-2022 www.edinburgh.gov.uk (Report no longer available online) 4. Midlothian Science Zone. midlothiansciencezone.com/ 5. Z/Yen (2019). The Global Financial Centres Index 25 5. West Lothian Council. West Lothian’s Economy. www.zyen.com/media/documents/GFCI_25_Report.pdf www.westlothian.gov.uk/westlothian-economy 6. Invest Edinburgh. Key sectors. Financial Services 6. Skills Development Scotland (2018). Regional Skills www.investinedinburgh.com/key-sectors/financial-services/ Assessment Fife Summary Report 2018. 7. Scotland Is. Scottish Technology Industry Survey. www.skillsdevelopmentscotland.co.uk/media/44969/fifewww.scotlandis.com/insights/scotlandis-technology-industrysummary-report.pdf survey/ 7. Skills Development Scotland (2019). Regional Skills 8. Edinburgh and South East Scotland City Region Deal. Assessment Edinburgh, East and Midlothian Summary Accelerating Growth. www.acceleratinggrowth.org.uk/ Report. www.skillsdevelopmentscotland.co.uk/media/46129/e 9. Data-Driven Initiative ddi.ac.uk/about-us/ dinburgh-east-and-midlothian-rsa-summary-report.pdf

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